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中華電信企業形象、知覺風險與HiNet旅遊雲旅遊產品購買意願之關聯性研究

為了解決Aver meaning的問題，作者王幸璋 這樣論述：

論文名稱：中華電信企業形象、知覺風險與HiNet 總頁數：120旅遊雲旅遊產品購買意願之關聯性研究論文提要內容：中華電信為了支持台灣的觀光產業發展，在2011年成立交通旅遊處，運用中華電信專業的ICT(資通訊技術)及雲端技術、行銷和營運資源，結合台灣觀光產業業者，提供一個全方位的智慧觀光旅遊服務-HiNet旅遊雲。面臨競爭激烈的環境，企業為了提昇自身能力，需要瞭解顧客作決定的考量要素，以滿足消費者之需求，增加企業獲利空間。本研究以問卷調查法，針對400位曾經購買過中華電信HiNet旅遊雲之產品消費者進行意見收集，得知在企業形象方面，以「中華電信具有專業性的地位」、「中華電信給大眾的形象是可

以被信賴的」,和「消費者對於中華電信在網路交易安全機制以及隱私保密性是給予肯定的評價」;消費行為方面，消費者在中華電信HiNet旅遊雲上以國內旅遊與單一商品(只購買住宿訂房、機票或旅遊票券其中一項者)居多，在國外旅遊與套裝行程的購買意願則稍嫌不足，基此，中華電信可針對國外旅遊部份提供更多套裝行程作為選擇或採取旅遊套裝產品折扣促銷，以提升平台在這部份的市場競爭力，爭取消費者的購買意願；本研究旨在對透過網路交易之消費者，分析其對購買標的之企業形象、取得資訊過程的認知風險，與實際進行交易的意願，研究結果期望能對中華電信HiNet旅遊雲網站做出提升商機的建議，並作為休閒旅遊產業之資訊服務系統及電子商務

平台發展參考。

利用後設分析與線性結構模式探討 員工心理資本因果關係之研究

為了解決Aver meaning的問題，作者柯立娜 這樣論述：

The purpose of this study is to have a clearer assertion of the relative relationship of the Psychological Capital (PsyCap) of employees which sustain companies’ competitiveness. The study is used to explore the antecedent factors and the effects of psychological capital on the proposed consequence

factors. Antecedent factors include organizational climate, organizational justice, authentic leadership, leader-member exchange and occupational stress. Job satisfaction, job performance, job attitude, organizational citizenship behavior and undesirable behavior are factors included on the consequ

ence.This study uses meta-analysis methodology from EBSCOhost and ProQuest databases. Toward completing a comprehensive, extensive literature, we searched the Journal Citation Report for the journals that referenced most-cited articles (e.g. Journal of Organizational Behavior, Academy of Management

Journal, etc). There are total of 81 literature research thoroughly selected. The data sample from 208 employees from different country and industry was collected. Structural Equation Modeling (SEM) was used to verify the relationship between antecedent factors, psychological capital and consequence

factors.The result of this research found that authentic leadership has the stronger impact on psychological capital. Psychological capital has a higher impact on job satisfaction of employees. The result has proved that all given factors of the researcher are significant but need to have different

relationship approach so it can be helpful to the organization’s growth and development.